Employee counselor job description
Updated March 14, 2024
9 min read
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Example employee counselor requirements on a job description
Employee counselor requirements can be divided into technical requirements and required soft skills. The lists below show the most common requirements included in employee counselor job postings.
Sample employee counselor requirements
- Bachelor's degree in psychology, counseling or related field.
- Licensure or certification as a counselor.
- Previous experience in employee counseling.
- Excellent knowledge of relevant laws, regulations and guidelines.
- Familiarity with customer service software and systems.
Sample required employee counselor soft skills
- Excellent communication and interpersonal skills.
- Strong problem solving and critical thinking skills.
- Ability to maintain confidentiality and discretion.
- High level of empathy and patience.
Employee counselor job description example 1
Howard University Hospital | Radiology employee counselor job description
Adventist HealthCare/Howard University Hospital seeks to hire a Chief of Employee/Labor Relations and Labor Counsel who will embrace our mission to extend Gods care through the ministry of physical, mental and spiritual healing.
As the Chief of Employee/Labor Relations and Labor Counsel you will:
Represent Adventist HealthCare/Howard University Hospital as the principal legal and strategic official in the administration of comprehensive Labor and Employee Relations programs
Oversees the administration of collective-bargaining agreements and relationships at Howard University Hospital; represents management in collective-bargaining negotiations, legal proceedings, arbitration and mediation; interprets collective-bargaining agreements; advises executives, directors, and managers in all aspects of labor relations matters.
Directs all phases of collective-bargaining negotiations including serving as first-chair for Adventist HealthCare in collective-bargaining negotiations
Supervises, directs, and evaluates labor and employee relations staff.
Advises and counsels Senior leadership, Human Resources, and Management on all Labor and Employee relations related activities including discipline and discharge, grievance processing, performance management, reductions in force (RIFs), work stoppages, restructuring, etc. to minimize risk to the company. Advises Senior leadership, Human Resources, and Management and Human Resources on risk mitigation and dispute resolution
Supervises, directs, and manages outside counsel ensuring timely, efficient, and cost effective, responsible, and efficient handling of all matters.
Oversee thorough, high quality and timely internal investigations and consistently demonstrate appropriate confidentiality, integrity, and sensitivity in handling all labor and employee relations-related investigations. Review/revise investigative reports and articulate findings to respective stakeholders and review committees
Develops and delivers highly-specialized labor and employee relations education and awareness programs for all management levels
Build maintain effective, collaborative relationships with internal and external stakeholders, Union officials, and represent the organization at industry and community events
Qualified candidates will possess:
Masters in Labor Relations or Juris Doctor Degree from a law school accredited by the American Bar Association (ABA) is preferred.
Expert knowledge the National Labor Relations Act and the NLRB practice and procedure; Advanced knowledge of ADA, ADEA, FMLA, and FLSA; seven (7) or more years of progressively responsible traditional labor law and labor relations experience.
Advanced knowledge and understanding of human resources practices and employment laws and regulations.
Experience arbitrating and mediating labor cases.
Prior NLRB, law firm, and in-house counsel experience.
Demonstrated experience leading a team of professionals in the context of labor and employee relations.
If the candidate possess a JD they must be an active member in good standing of the District of Columbia Bar or can waive in and be admitted within 360 days of appointment and remain a member in good standing of the District of Columbia Bar during his/her employment.
At Adventist HealthCare our job is to care for you. We do this by offering:
Work life balance through non rotating shifts
Recognition and rewards for professional expertise
Competitive comprehensive benefit plans offered (including health, disability, PTO and 403B retirement plan with matching and 3 year vesting)
As a faith-based organization, with over a century of caring for the communities in the Maryland area, Adventist HealthCare has earned a reputation for high-quality, compassionate care. Adventist HealthCare was the first and is the largest healthcare provider in Montgomery County.
If you want to make a difference in someones life every day, consider a position with a team of professionals who are doing just that, making a difference.
COVID-19 Vaccination
Adventist HealthCare requires all applicants to be fully vaccinated for COVID-19 before commencing employment. Applicants may be required to furnish proof of vaccination and, if offered, may elect to be vaccinated at an designated Adventist HealthCare location.
Tobacco and Drug Statement
Tobacco use is a well-recognized preventable cause of death in the United States and an important public health issue. In order to promote and maintain a healthy work environment, Adventist HealthCare will not hire applicants for employment who either state that they are nicotine users or who test positive for nicotine and drug use.
While some jurisdictions, including Maryland, permit the use of marijuana for medical purposes, marijuana continues to be classified as an illegal drug under the federal Controlled Substances Act. As a result, medical marijuana use will not be accepted as a valid explanation for a positive drug test result.
Adventist HealthCare will withdraw offers of employment to applicants who test positive for Cotinine (nicotine) and marijuana. Those testing positive are given the opportunity to re-apply in 90 days, if they can truthfully attest that they have not used any nicotine products in the past ninety (90) days and successfully pass follow-up testing.
Equal Employment Opportunity
Adventist HealthCare is an Equal Opportunity/Affirmative Action Employer. We are committed to attracting, engaging, and developing the best people to cultivate our mission-centric culture. Our goal is to have a welcoming, equitable, and safe place to work and grow for all employees, no matter their background. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected veteran status.
Adventist HealthCare will make reasonable accommodations for applicants with disabilities, in accordance with applicable law. Adventist HealthCare is a religious organization as defined under applicable law; however, it will endeavor to provide reasonable accommodations for applicants religious beliefs.
Applicants who wish to request accommodations for disabilities or religious belief should contact the Support Center HR Office.
As the Chief of Employee/Labor Relations and Labor Counsel you will:
Represent Adventist HealthCare/Howard University Hospital as the principal legal and strategic official in the administration of comprehensive Labor and Employee Relations programs
Oversees the administration of collective-bargaining agreements and relationships at Howard University Hospital; represents management in collective-bargaining negotiations, legal proceedings, arbitration and mediation; interprets collective-bargaining agreements; advises executives, directors, and managers in all aspects of labor relations matters.
Directs all phases of collective-bargaining negotiations including serving as first-chair for Adventist HealthCare in collective-bargaining negotiations
Supervises, directs, and evaluates labor and employee relations staff.
Advises and counsels Senior leadership, Human Resources, and Management on all Labor and Employee relations related activities including discipline and discharge, grievance processing, performance management, reductions in force (RIFs), work stoppages, restructuring, etc. to minimize risk to the company. Advises Senior leadership, Human Resources, and Management and Human Resources on risk mitigation and dispute resolution
Supervises, directs, and manages outside counsel ensuring timely, efficient, and cost effective, responsible, and efficient handling of all matters.
Oversee thorough, high quality and timely internal investigations and consistently demonstrate appropriate confidentiality, integrity, and sensitivity in handling all labor and employee relations-related investigations. Review/revise investigative reports and articulate findings to respective stakeholders and review committees
Develops and delivers highly-specialized labor and employee relations education and awareness programs for all management levels
Build maintain effective, collaborative relationships with internal and external stakeholders, Union officials, and represent the organization at industry and community events
Qualified candidates will possess:
Masters in Labor Relations or Juris Doctor Degree from a law school accredited by the American Bar Association (ABA) is preferred.
Expert knowledge the National Labor Relations Act and the NLRB practice and procedure; Advanced knowledge of ADA, ADEA, FMLA, and FLSA; seven (7) or more years of progressively responsible traditional labor law and labor relations experience.
Advanced knowledge and understanding of human resources practices and employment laws and regulations.
Experience arbitrating and mediating labor cases.
Prior NLRB, law firm, and in-house counsel experience.
Demonstrated experience leading a team of professionals in the context of labor and employee relations.
If the candidate possess a JD they must be an active member in good standing of the District of Columbia Bar or can waive in and be admitted within 360 days of appointment and remain a member in good standing of the District of Columbia Bar during his/her employment.
At Adventist HealthCare our job is to care for you. We do this by offering:
Work life balance through non rotating shifts
Recognition and rewards for professional expertise
Competitive comprehensive benefit plans offered (including health, disability, PTO and 403B retirement plan with matching and 3 year vesting)
As a faith-based organization, with over a century of caring for the communities in the Maryland area, Adventist HealthCare has earned a reputation for high-quality, compassionate care. Adventist HealthCare was the first and is the largest healthcare provider in Montgomery County.
If you want to make a difference in someones life every day, consider a position with a team of professionals who are doing just that, making a difference.
COVID-19 Vaccination
Adventist HealthCare requires all applicants to be fully vaccinated for COVID-19 before commencing employment. Applicants may be required to furnish proof of vaccination and, if offered, may elect to be vaccinated at an designated Adventist HealthCare location.
Tobacco and Drug Statement
Tobacco use is a well-recognized preventable cause of death in the United States and an important public health issue. In order to promote and maintain a healthy work environment, Adventist HealthCare will not hire applicants for employment who either state that they are nicotine users or who test positive for nicotine and drug use.
While some jurisdictions, including Maryland, permit the use of marijuana for medical purposes, marijuana continues to be classified as an illegal drug under the federal Controlled Substances Act. As a result, medical marijuana use will not be accepted as a valid explanation for a positive drug test result.
Adventist HealthCare will withdraw offers of employment to applicants who test positive for Cotinine (nicotine) and marijuana. Those testing positive are given the opportunity to re-apply in 90 days, if they can truthfully attest that they have not used any nicotine products in the past ninety (90) days and successfully pass follow-up testing.
Equal Employment Opportunity
Adventist HealthCare is an Equal Opportunity/Affirmative Action Employer. We are committed to attracting, engaging, and developing the best people to cultivate our mission-centric culture. Our goal is to have a welcoming, equitable, and safe place to work and grow for all employees, no matter their background. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected veteran status.
Adventist HealthCare will make reasonable accommodations for applicants with disabilities, in accordance with applicable law. Adventist HealthCare is a religious organization as defined under applicable law; however, it will endeavor to provide reasonable accommodations for applicants religious beliefs.
Applicants who wish to request accommodations for disabilities or religious belief should contact the Support Center HR Office.
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Employee counselor job description example 2
Adventist HealthCare employee counselor job description
Howard University Hospital
If you are a current Adventist HealthCare employee, please click this link to apply through your Workday account.
Adventist HealthCare/Howard University Hospital seeks to hire a Chief of Employee/Labor Relations and Labor Counsel who will embrace our mission to extend God's care through the ministry of physical, mental and spiritual healing.
As the Chief of Employee/Labor Relations and Labor Counsel you will:
•Represent Adventist HealthCare/Howard University Hospital as the principal legal and strategic official in the administration of comprehensive Labor and Employee Relations programs
•Oversees the administration of
collective-bargaining
agreements and relationships at Howard University Hospital; represents management in
collective-bargaining
negotiations, legal proceedings, arbitration and mediation; interprets
collective-bargaining
agreements; advises executives, directors, and managers in all aspects of labor relations matters.
•Directs all phases of
collective-bargaining
negotiations including serving as first-chair for Adventist HealthCare in
collective-bargaining
negotiations
•Supervises, directs, and evaluates labor and employee relations staff.
•Advises and counsels Senior leadership, Human Resources, and Management on all Labor and Employee relations related activities including discipline and discharge, grievance processing, performance management, reductions in force (RIFs), work stoppages, restructuring, etc. to minimize risk to the company. Advises Senior leadership, Human Resources, and Management and Human Resources on risk mitigation and dispute resolution
•Supervises, directs, and manages outside counsel ensuring timely, efficient, and cost effective, responsible, and efficient handling of all matters.
•Oversee thorough, high quality and timely internal investigations and consistently demonstrate appropriate confidentiality, integrity, and sensitivity in handling all labor and employee relations-related investigations. Review/revise investigative reports and articulate findings to respective stakeholders and review committees
•Develops and delivers highly-specialized labor and employee relations education and awareness programs for all management levels
•Build maintain effective, collaborative relationships with internal and external stakeholders, Union officials, and represent the organization at industry and community events
Qualified candidates will possess:
•Master's in Labor Relations or Juris Doctor Degree from a law school accredited by the American Bar Association (ABA) is preferred.
•Expert knowledge the National Labor Relations Act and the NLRB practice and procedure; Advanced knowledge of ADA, ADEA, FMLA, and FLSA; seven (7) or more years of progressively responsible traditional labor law and labor relations experience.
•Advanced knowledge and understanding of human resources practices and employment laws and regulations.
•Experience arbitrating and mediating labor cases.
•Prior NLRB, law firm, and in-house counsel experience.
•Demonstrated experience leading a team of professionals in the context of labor and employee relations.
•If the candidate possess a JD they must be an active member in good standing of the District of Columbia Bar or can waive in and be admitted within 360 days of appointment and remain a member in good standing of the District of Columbia Bar during his/her employment.
At Adventist HealthCare our job is to care for you. We do this by offering:
• Work life balance through non rotating shifts
• Recognition and rewards for professional expertise
• Free Employee parking
• Competitive comprehensive benefit plans offered (including health, disability, PTO and 403B retirement plan with matching and 3 year vesting)
• 100% Coverage for inpatient care - at Adventist HealthCare facilities
• 100% Coverage for urgent care nationwide - after copay
As a faith-based organization, with over a century of caring for the communities in the Maryland area, Adventist HealthCare has earned a reputation for high-quality, compassionate care. Adventist HealthCare was the first and is the largest healthcare provider in Montgomery County.
If you want to make a difference in someone's life every day, consider a position with a team of professionals who are doing just that, making a difference.
Join the Adventist Healthcare team today! Apply now to be considered.
Work Schedule:
Full Time
COVID-19 Vaccination
Adventist HealthCare requires all applicants to be fully vaccinated for COVID-19 before commencing employment. Applicants may be required to furnish proof of vaccination and, if offered, may elect to be vaccinated at an designated Adventist HealthCare location.
Tobacco and Drug Statement
Tobacco use is a well-recognized preventable cause of death in the United States and an important public health issue. In order to promote and maintain a healthy work environment, Adventist HealthCare will not hire applicants for employment who either state that they are nicotine users or who test positive for nicotine and drug use.
While some jurisdictions, including Maryland, permit the use of marijuana for medical purposes, marijuana continues to be classified as an illegal drug under the federal Controlled Substances Act. As a result, medical marijuana use will not be accepted as a valid explanation for a positive drug test result.
Adventist HealthCare will withdraw offers of employment to applicants who test positive for Cotinine (nicotine) and marijuana. Those testing positive are given the opportunity to re-apply in 90 days, if they can truthfully attest that they have not used any nicotine products in the past ninety (90) days and successfully pass follow-up testing.
Equal Employment Opportunity
Adventist HealthCare is an Equal Opportunity/Affirmative Action Employer. We are committed to attracting, engaging, and developing the best people to cultivate our mission-centric culture. Our goal is to have a welcoming, equitable, and safe place to work and grow for all employees, no matter their background. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected veteran status.
Adventist HealthCare will make reasonable accommodations for applicants with disabilities, in accordance with applicable law. Adventist HealthCare is a religious organization as defined under applicable law; however, it will endeavor to provide reasonable accommodations for applicants' religious beliefs.
Applicants who wish to request accommodations for disabilities or religious belief should contact the Support Center HR Office.
If you are a current Adventist HealthCare employee, please click this link to apply through your Workday account.
Adventist HealthCare/Howard University Hospital seeks to hire a Chief of Employee/Labor Relations and Labor Counsel who will embrace our mission to extend God's care through the ministry of physical, mental and spiritual healing.
As the Chief of Employee/Labor Relations and Labor Counsel you will:
•Represent Adventist HealthCare/Howard University Hospital as the principal legal and strategic official in the administration of comprehensive Labor and Employee Relations programs
•Oversees the administration of
collective-bargaining
agreements and relationships at Howard University Hospital; represents management in
collective-bargaining
negotiations, legal proceedings, arbitration and mediation; interprets
collective-bargaining
agreements; advises executives, directors, and managers in all aspects of labor relations matters.
•Directs all phases of
collective-bargaining
negotiations including serving as first-chair for Adventist HealthCare in
collective-bargaining
negotiations
•Supervises, directs, and evaluates labor and employee relations staff.
•Advises and counsels Senior leadership, Human Resources, and Management on all Labor and Employee relations related activities including discipline and discharge, grievance processing, performance management, reductions in force (RIFs), work stoppages, restructuring, etc. to minimize risk to the company. Advises Senior leadership, Human Resources, and Management and Human Resources on risk mitigation and dispute resolution
•Supervises, directs, and manages outside counsel ensuring timely, efficient, and cost effective, responsible, and efficient handling of all matters.
•Oversee thorough, high quality and timely internal investigations and consistently demonstrate appropriate confidentiality, integrity, and sensitivity in handling all labor and employee relations-related investigations. Review/revise investigative reports and articulate findings to respective stakeholders and review committees
•Develops and delivers highly-specialized labor and employee relations education and awareness programs for all management levels
•Build maintain effective, collaborative relationships with internal and external stakeholders, Union officials, and represent the organization at industry and community events
Qualified candidates will possess:
•Master's in Labor Relations or Juris Doctor Degree from a law school accredited by the American Bar Association (ABA) is preferred.
•Expert knowledge the National Labor Relations Act and the NLRB practice and procedure; Advanced knowledge of ADA, ADEA, FMLA, and FLSA; seven (7) or more years of progressively responsible traditional labor law and labor relations experience.
•Advanced knowledge and understanding of human resources practices and employment laws and regulations.
•Experience arbitrating and mediating labor cases.
•Prior NLRB, law firm, and in-house counsel experience.
•Demonstrated experience leading a team of professionals in the context of labor and employee relations.
•If the candidate possess a JD they must be an active member in good standing of the District of Columbia Bar or can waive in and be admitted within 360 days of appointment and remain a member in good standing of the District of Columbia Bar during his/her employment.
At Adventist HealthCare our job is to care for you. We do this by offering:
• Work life balance through non rotating shifts
• Recognition and rewards for professional expertise
• Free Employee parking
• Competitive comprehensive benefit plans offered (including health, disability, PTO and 403B retirement plan with matching and 3 year vesting)
• 100% Coverage for inpatient care - at Adventist HealthCare facilities
• 100% Coverage for urgent care nationwide - after copay
As a faith-based organization, with over a century of caring for the communities in the Maryland area, Adventist HealthCare has earned a reputation for high-quality, compassionate care. Adventist HealthCare was the first and is the largest healthcare provider in Montgomery County.
If you want to make a difference in someone's life every day, consider a position with a team of professionals who are doing just that, making a difference.
Join the Adventist Healthcare team today! Apply now to be considered.
Work Schedule:
Full Time
COVID-19 Vaccination
Adventist HealthCare requires all applicants to be fully vaccinated for COVID-19 before commencing employment. Applicants may be required to furnish proof of vaccination and, if offered, may elect to be vaccinated at an designated Adventist HealthCare location.
Tobacco and Drug Statement
Tobacco use is a well-recognized preventable cause of death in the United States and an important public health issue. In order to promote and maintain a healthy work environment, Adventist HealthCare will not hire applicants for employment who either state that they are nicotine users or who test positive for nicotine and drug use.
While some jurisdictions, including Maryland, permit the use of marijuana for medical purposes, marijuana continues to be classified as an illegal drug under the federal Controlled Substances Act. As a result, medical marijuana use will not be accepted as a valid explanation for a positive drug test result.
Adventist HealthCare will withdraw offers of employment to applicants who test positive for Cotinine (nicotine) and marijuana. Those testing positive are given the opportunity to re-apply in 90 days, if they can truthfully attest that they have not used any nicotine products in the past ninety (90) days and successfully pass follow-up testing.
Equal Employment Opportunity
Adventist HealthCare is an Equal Opportunity/Affirmative Action Employer. We are committed to attracting, engaging, and developing the best people to cultivate our mission-centric culture. Our goal is to have a welcoming, equitable, and safe place to work and grow for all employees, no matter their background. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected veteran status.
Adventist HealthCare will make reasonable accommodations for applicants with disabilities, in accordance with applicable law. Adventist HealthCare is a religious organization as defined under applicable law; however, it will endeavor to provide reasonable accommodations for applicants' religious beliefs.
Applicants who wish to request accommodations for disabilities or religious belief should contact the Support Center HR Office.
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Updated March 14, 2024
Updated March 14, 2024